Skip to main content
Image coming soon

Deeper command of the DORA implementation framework for HR leaders

$199.00
Adding to cart… The item has been added

A tailored course, built for your situation

Deeper command of the DORA implementation framework for HR leaders

Master the structure behind resilient operational design and human capital integration

$199 one-time
24-hour access provisioning 30-day money-back guarantee Hand-built implementation playbook
12 modules. 12 chapters per module. 144 chapters total.
12 modules, each with 12 chapters (144 chapters total), text-based, plus downloadable templates and a hand-built implementation playbook delivered alongside course access.
Generic compliance training doesn’t address how DORA impacts HR governance and workforce continuity planning

The situation this course is for

HR leaders are being asked to contribute to DORA readiness without clear guidance on where their responsibilities start and end. Many are left interpreting regulatory language without a structured way to translate it into policy, planning, or team-level action, leading to misalignment, last-minute adjustments, and diluted influence in cross-functional design.

Who this is for

Senior HR practitioner in a regulated financial institution leading workforce resilience, operational continuity, or people risk integration

Who this is not for

Entry-level HR staff, non-financial sector practitioners, or those outside responsibility for regulatory engagement

What you walk away with

  • Map HR-owned processes directly to DORA Articles 5 through 9 with confidence
  • Develop audit-ready documentation specific to workforce continuity and incident response
  • Lead internal discussions on third-party risk involving HR vendors and talent platforms
  • Articulate HR’s role in operational resilience with precision to compliance and risk teams
  • Anticipate supervisory expectations and build preemptive evidence packages

The 12 modules (with all 144 chapters)

Module 1. DORA’s scope and HR touchpoints
Identify where HR systems and processes intersect with DORA’s definition of critical operations and digital operational resilience.
12 chapters in this module
  1. What DORA means by 'financial entity'
  2. HR’s place in critical ICT third-party risk
  3. Workforce continuity as operational resilience
  4. HR-owned systems in scope for testing
  5. Incident response roles defined in Article 6
  6. HR data flows under data governance rules
  7. Documenting HR’s accountability under Article 9
  8. Mapping talent platforms to DORA thresholds
  9. Vendor oversight for recruitment systems
  10. HR’s role in annual resilience testing
  11. Third-country provider dependencies
  12. HR governance alignment checklist
Module 2. HR controls in the DORA risk framework
Translate DORA’s risk management requirements into HR-specific controls for incident management, reporting, and escalation.
12 chapters in this module
  1. Defining incident categories involving HR
  2. HR inputs to internal incident reporting
  3. Workforce disruption thresholds
  4. Escalation paths for personnel incidents
  5. HR data integrity and logging
  6. Separation of duties in HR systems
  7. Access controls for sensitive talent data
  8. HR incident documentation standards
  9. HR’s role in post-incident review
  10. Linking HR policies to risk appetite
  11. HR audit trail retention
  12. HR system change management
Module 3. HR and third-party risk oversight
Apply DORA’s third-party risk requirements to HR’s vendor ecosystem: recruitment platforms, learning systems, and workforce analytics tools.
12 chapters in this module
  1. HR vendor inventory and criticality
  2. Assessing HR SaaS providers under Article 8
  3. HR data processing agreements
  4. HR vendor due diligence templates
  5. HR-specific contract clauses
  6. HR platform incident reporting SLAs
  7. HR system redundancy expectations
  8. HR vendor exit planning
  9. HR risk transfer limitations
  10. HR oversight during vendor transitions
  11. HR vendor audit rights
  12. HR continuity for external talent pools
Module 4. HR in operational resilience testing
Integrate HR functions into DORA-mandated testing cycles: scenario design, role assignment, and documentation.
12 chapters in this module
  1. HR scenarios for resilience testing
  2. Workforce availability under disruption
  3. HR staffing during crisis periods
  4. HR role clarity in test exercises
  5. HR communication plans
  6. HR data restoration verification
  7. HR test observation protocols
  8. HR report contribution to executive summary
  9. HR follow-up actions from test gaps
  10. HR-specific test documentation
  11. HR leadership presence in test reviews
  12. HR input to remediation plans
Module 5. HR incident reporting under Article 6
Structure HR’s incident reporting obligations with regulatory precision and internal alignment.
12 chapters in this module
  1. HR incident classification schema
  2. HR data breach reporting triggers
  3. HR system outages and reporting
  4. HR staffing crisis notification
  5. HR incident severity levels
  6. HR internal alerting process
  7. HR coordination with security teams
  8. HR contribution to root cause analysis
  9. HR timeline for event logging
  10. HR documentation for supervisory requests
  11. HR role in post-event communication
  12. HR review of incident reports
Module 6. HR governance under Article 9
Strengthen HR’s governance posture in line with DORA’s executive accountability standards.
12 chapters in this module
  1. HR leadership accountability
  2. HR policy ownership clarity
  3. HR control documentation standards
  4. HR audit readiness framework
  5. HR governance reporting frequency
  6. HR oversight of delegated tasks
  7. HR role in internal control reviews
  8. HR contribution to board-level reports
  9. HR risk escalation paths
  10. HR leadership sign-off process
  11. HR documentation version control
  12. HR governance maturity assessment
Module 7. HR data resilience and backup
Ensure HR data systems meet DORA’s availability, integrity, and confidentiality requirements.
12 chapters in this module
  1. HR data inventory and classification
  2. HR data backup validation
  3. HR system recovery time objectives
  4. HR data restoration testing
  5. HR access during system failure
  6. HR data encryption standards
  7. HR audit log retention
  8. HR data lineage documentation
  9. HR data portability under DORA
  10. HR data ownership tracking
  11. HR metadata governance
  12. HR data integrity monitoring
Module 8. HR workforce continuity planning
Develop HR-specific continuity strategies that align with broader operational resilience goals.
12 chapters in this module
  1. HR staffing under crisis conditions
  2. HR leadership succession triggers
  3. HR remote work sustainability
  4. HR talent pipeline resilience
  5. HR outsourcing during disruption
  6. HR cross-training for critical roles
  7. HR communication during unrest
  8. HR mental health support planning
  9. HR legal compliance under stress
  10. HR payroll continuity
  11. HR vendor reliance risks
  12. HR continuity testing scenarios
Module 9. HR and supervisory reporting
Prepare HR to contribute meaningfully to DORA-mandated supervisory disclosures.
12 chapters in this module
  1. HR inputs to EBA reports
  2. HR data for supervisory templates
  3. HR role in regulatory questionnaires
  4. HR oversight of report accuracy
  5. HR contribution to resilience statements
  6. HR documentation for external audits
  7. HR response to supervisory queries
  8. HR data validation process
  9. HR sign-off on submissions
  10. HR involvement in follow-up
  11. HR records retention policy
  12. HR audit trail submission
Module 10. HR’s role in internal control frameworks
Embed HR within the firm’s broader internal control environment as defined by DORA.
12 chapters in this module
  1. HR controls in the control framework
  2. HR policy enforcement tracking
  3. HR role in control testing
  4. HR control exception reporting
  5. HR process deviations
  6. HR corrective action tracking
  7. HR training as control evidence
  8. HR access recertification
  9. HR disciplinary actions as controls
  10. HR attestation process
  11. HR audit findings follow-up
  12. HR control maturity scoring
Module 11. HR and cross-functional alignment
Position HR as a proactive partner in operational resilience across risk, IT, and legal teams.
12 chapters in this module
  1. HR coordination with risk teams
  2. HR input to IT incident response
  3. HR collaboration with legal
  4. HR role in crisis management
  5. HR in enterprise testing
  6. HR communication with compliance
  7. HR participation in audits
  8. HR stakeholder mapping
  9. HR escalation beyond HR
  10. HR influence in framework changes
  11. HR feedback to executive leadership
  12. HR contribution to resilience culture
Module 12. HR mastery and forward posture
Consolidate HR’s strategic position through documented expertise and proactive engagement.
12 chapters in this module
  1. HR as resilience leader
  2. HR-owned DORA playbooks
  3. HR training for resilience
  4. HR knowledge transfer system
  5. HR internal coaching role
  6. HR contribution to firm-wide narrative
  7. HR recognition in resilience wins
  8. HR documentation compounding
  9. HR future-state planning
  10. HR innovation in resilience
  11. HR cross-domain collaboration
  12. HR legacy of resilient design

How this maps to your situation

  • Preparing for first DORA audit cycle
  • Strengthening HR's role in resilience planning
  • Aligning HR policies with regulatory expectations
  • Leading cross-functional HR resilience initiatives

Before vs. after

Before
HR leadership interprets DORA through general compliance lenses, leading to misaligned priorities and reactive responses.
After
HR owns its domain within DORA with precision, contributing confidently to firm-wide resilience and regulatory readiness.

What's included with your purchase

  • 12 modules with 12 chapters each (144 chapters)
  • Downloadable templates and worked examples for every module
  • Hand-built implementation playbook delivered alongside course access
  • 30-day money-back guarantee

Delivery and format

  • Course and learning environment access provisioned within 24 hours of purchase
  • Hand-built implementation playbook delivered alongside course access

Format: Text-based modules and chapters in the Art of Service learning environment, plus downloadable templates and worked examples for every chapter, plus the hand-built implementation playbook delivered alongside course access.

Time investment: Approximately 2.5 hours per module, designed for completion over six weeks with consistent weekly pacing.

If nothing changes
Without focused mastery, HR risks being sidelined in resilience design, contributing generic inputs instead of strategic leadership , diluting influence and increasing exposure to misalignment during audits or supervisory review.

How this compares to the alternatives

Unlike broad compliance webinars or generic risk training, this course isolates DORA’s specific requirements and maps them directly to HR’s responsibilities , delivering precision, not general awareness.

Frequently asked

Is this course relevant for non-technical HR leaders?
Yes. It’s designed for HR practitioners who need to understand DORA’s implications without needing a background in IT or cybersecurity.
How is the course structured?
12 modules, each containing 12 chapters (144 chapters total).
Will this help with audit preparation?
Yes. Each module includes templates and documentation strategies tailored to common audit requests under DORA.
$199 one-time. Approximately 2.5 hours per module, designed for completion over six weeks with consistent weekly pacing..

Within 24 hours your account in the learning environment is provisioned and the tailored implementation playbook is delivered alongside it.

30-day money-back guarantee· 144 chapters· Hand-built playbook included· Account access within 24 hours
!